References of "Hansez, Isabelle"
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See detailMeasuring positive and negative occupational states (PNOSI) : Structural confirmation of a new Belgian tool
Barbier, Marie ULg; Peters, Stéphanie ULg; Hansez, Isabelle ULg

in Psychologica Belgica (2009), 49(4), 227-247

This article reports on the validation of the Positive and Negative Occupational States Inventory (PNOSI), a new tool for measuring positive and negative occupational states. Three goals were defined ... [more ▼]

This article reports on the validation of the Positive and Negative Occupational States Inventory (PNOSI), a new tool for measuring positive and negative occupational states. Three goals were defined: testing the structural validity of the PNOSI, testing its stability, and testing its convergent and discriminant validity with engagement, burnout, commitment, and workaholism. Data were collected in seven different companies (more than 16,000 participants). The factorial validity of the PNOSI was demonstrated using covariance structure analyses. A two-factor model with a negative occupational state factor and a positive occupational state factor fitted the data better than an alternative one-factor model. The two corresponding scales demonstrated good internal consistency. The results confirmed that positive and negative occupational states are distinct constructs and should be measured with different items. Convergent and discriminant validity with related constructs, such as engagement, burnout, commitment, and workaholism, were also demonstrated. The conclusion is that the PNOSI has good psychometric properties. [less ▲]

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See detailEvaluation des pratiques de diagnostic de stress au sein d'entreprises belges: facteurs bloquants et facteurs stimulants
Hansez, Isabelle ULg; Bertrand, Françoise ULg; Barbier, Marie ULg

in Travail Humain (Le) (2009), 72(2), 127-153

Stress at work has become a major problematic in Europe this last decade. The European and national legal framework has been developed, and several methods for stress diagnosis and stress management ... [more ▼]

Stress at work has become a major problematic in Europe this last decade. The European and national legal framework has been developed, and several methods for stress diagnosis and stress management intervention can be listed. In this context, a systematic examination of diagnosis and interventions taking place in companies is necessary. The objectives of the study were 1) the evaluation of work stress diagnosis practices among Belgian companies, and 2) the identification of factors stimulating or blocking the implementation of stress management interventions. A survey was used to collect data about work stress diagnosis practices. The first objective was explored trough qualitative open questions about stress diagnosis and intervention. The second objective was achieved using a specific questionnaire elaborated for the purpose of the study. On the basis of a review of the scientific literature, this questionnaire assessed stimulating and blocking factors for implementing stress management interventions. The sample includes 180 Belgian companies from different sectors of activity and with different size (from 20 to more than 10000 workers). Only one out of six companies had implemented a diagnosis of stress. Among companies with a stress diagnosis, only one out of two had implemented actions, and only one out of four entered in an evaluation stage. Stimulating factors related to the methodology implemented and the communication process were identified, as well as blocking factors concerned with financial/temporal constraints and the context of change in the company, a factor which is rather new regarding the existing literature. The discussion includes four points of analysis. The interventions which are implemented are clearly concerned with the primary approach focusing on the work environment. Second, the results give support to the necessity for a systematic evaluation process of stress management interventions. Moreover the results give evidence for a need of sensitization and publication of best practices about the necessary stages in the stress prevention process as well as about stimulating and blocking factors. This holds especially true for small size companies which realize less diagnosis than bigger ones. It is also important for companies which are not yet involved in a stress diagnosis, that are less aware of the impact of financial and temporal constraints. [less ▲]

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See detailQualitative analysis of pilot selection and basic flying training.
Bertrand, Françoise ULg; Tibax, V.; Hansez, Isabelle ULg

Conference (2008, October 03)

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See detailConception d'une typologie des actes et services professionels offerts par les psychologues belges.
Côte, Virginie; Mormont, Marie; Hansez, Isabelle ULg

Conference (2008, August 22)

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See detailEvaluating an ICT-Mediated Innovative Training Service from Users’ Perspective. An Exploratory Case Study
Peters, Stéphanie ULg; Ledent, Maryse ULg; Hansez, Isabelle ULg

Conference (2008, July)

By the way of a case study, this paper aims at evaluating the innovative dimension of a training service mediated through Information and Communication Technology (ICT): the so-called e-WOCCQ. The ... [more ▼]

By the way of a case study, this paper aims at evaluating the innovative dimension of a training service mediated through Information and Communication Technology (ICT): the so-called e-WOCCQ. The originality of this article is twofold: (1) to question innovation, and (2) to consider the training more commonly as a service, whose major particularity is the implication of the user in the process. The theoretical framework emphasises on the definition of a service and on the concept of added-value. As this experience took place at the very beginning of the project development, an empirical methodology was developed. We assume that the so-called e-WOCCQ is an innovation as it represents an added value for the users. Results show that e-WOCCQ generates costs and benefits of different order, and that the ratio is influenced by factors mostly linked either with the user. Practical (improvements and targeting) and theoretical (modelisation) implications are discussed. [less ▲]

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See detailStatistical validation of the Positive and Negative Occupational Stress Inventory.
Barbier, Marie ULg; Peters, Stéphanie ULg; Hansez, Isabelle ULg

Poster (2008, June)

With the emergence of positive psychology a decade ago, focus on psychology has shifted from human weaknesses to human resources. In work psychology, researchers are interested not only in negative ... [more ▼]

With the emergence of positive psychology a decade ago, focus on psychology has shifted from human weaknesses to human resources. In work psychology, researchers are interested not only in negative responses to professional demands, but also in positive responses. The Positive and Negative Occupational Stress Inventory (PNOSI) was designed to measure both constructs with separate items. This idea was later confirmed by Schaufeli, Salanova, Gonzalez-Roma & Bakker (2002) , according to which positive and negative occupational stress are distinct constructs with different causes and consequences, and should be measured with different items. We first asked 150 psychology students to generate words describing positive and negative stress. This enabled us to elaborate 34 items relating to emotional, cognitive, behavioural and physiological stress manifestations. These items were administered to 152 workers. Exploratory factor analyses showed a two-factor underlying structure. The first factor consisted of eleven items measuring Negative Occupational Stress (NOS), the second consisted of eight items measuring Positive Occupational Stress (POS). This structure was tested on another sample of 4666 workers. Exploratory factor analyses confirmed the two-factor structure. The two subscales have good psychometric properties, α = .87 and α = .84 for NOS and POS, respectively. Results show that the PNOSI can be considered a valid tool for measuring positive and negative sides of well-being at work. Further confirmatory factor analyses should first try to confirm and replicate this structure on different samples. Second, convergent and discriminant validity with related concepts, such as burnout and engagement, should also be tested. [less ▲]

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See detailPerceived safety climate and job resources : relationships with safety behaviour.
Chmiel, N.; Hansez, Isabelle ULg

Conference (2008, April 12)

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See detailMeasuring a conceptual model of early turnover : a longitudinal perspective.
Bertrand, Françoise ULg; Schreurs, B.; Hansez, Isabelle ULg

Conference (2008, January 11)

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See detailRegulating safety behaviour : job-related effects and perceived safety climate.
Hansez, Isabelle ULg; Chmiel, N.

Conference (2008, January 11)

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See detailLe questionnaire de Stress Professionnel Positif et Négatif: Validation interne.
Barbier, Marie ULg; Hansez, Isabelle ULg

in Pettersen, N.; Boudrias, J. S.; Savoie, A. (Eds.) Entre tradition et innovation, comment transformons-nous l’univers du travail ? Actes du 15ème Congrès de Psychologie du Travail et des Organisations de Langue Française. (2008)

L’émergence du courant de la psychologie positive coïncide, en psychologie du travail, avec le développement d’un intérêt pour les réponses positives des travailleurs à leurs conditions de travail ... [more ▼]

L’émergence du courant de la psychologie positive coïncide, en psychologie du travail, avec le développement d’un intérêt pour les réponses positives des travailleurs à leurs conditions de travail. Parallèlement, le modèle Job Demands-Resources de Schaufeli & Bakker (2004) postule que stress positif et stress négatif sont deux facettes différentes du bien-être au travail, qui sont causées par des conditions et des processus différents, et doivent donc être mesurées par des items différents. Cette étude porte sur la validation interne du questionnaire SPPN, permettant de mesurer le Stress Professionnel Positif et Négatif vécu par les travailleurs. Des analyses factorielles exploratoires ont été réalisées sur un échantillon de 4666 travailleurs, provenant de 9 entreprises belges et françaises actives dans différents secteurs. Les résultats mettent en évidence qu’une structure à deux dimensions, l’une mesurant le Stress Professionnel Positif, l’autre mesurant le Stress Professionnel Négatif, sous-tend le questionnaire. Les qualités psychométriques de ces deux sous-échelles satisfont les critères recommandés. La conclusion insiste sur la nécessité de compléter ces analyses exploratoires par des analyses confirmatoires et des analyses de validité externe. Les apports conceptuels et empiriques de l’outil sont également développés. [less ▲]

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See detailLe WOCCQ : méthode de diagnostic du stress professionnel
Hansez, Isabelle ULg; Peters, Stéphanie ULg

in Haubold, B. (Ed.) Les risques psychosociaux. Identifier, analyser, prévenir les risques humains (2008)

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See detailThe Working Conditions and Control Questionnaire (WOCCQ) : Towards a structural model of psychological stress
Hansez, Isabelle ULg

in European Review of Applied Psychology = Revue Européenne de Psychologie Appliquée (2008), 58

This paper examined the structural model of subjective stress considering the job control dimensions of the WOrking Conditions and Control Questionnaire (WOCCQ), a psychosocial risk diagnosis widely used ... [more ▼]

This paper examined the structural model of subjective stress considering the job control dimensions of the WOrking Conditions and Control Questionnaire (WOCCQ), a psychosocial risk diagnosis widely used in French-speaking countries. Two research questions were investigated: (1) Do all the control facets influence subjective stress in the same way?, and (2) Are certain control scales more important than others in the prediction of stress? The sample used includes 816 workers of a public employment agency. First, not all of the facets of job control influence stress in the same way. The control of resources dimension is important in indirectly influencing the stress process. Planning control is a partial mediator between control of resources and other dimensions of control. The model suggests considering future control as an exogenous variable. Finally, the direct effect of the four job control subscales on stress is identical in terms of R-square. These results are discussed not only in the theoretical perspective of stress at work but also in the stress intervention perspective. [less ▲]

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See detailOccupational stress, work-home interference and burnout among Belgian veterinary practitioners.
Hansez, Isabelle ULg; Schins, F.; Rollin, Frédéric ULg

in Irish Veterinary Journal (2008), 61(4), 233-241

There have been few formal studies on stress in veterinary surgeons and, in the rare studies available, stress is not examined jointly through the levels of job strain and job engagement, the sources of ... [more ▼]

There have been few formal studies on stress in veterinary surgeons and, in the rare studies available, stress is not examined jointly through the levels of job strain and job engagement, the sources of stress in the issue of work environment and the work-home interference. The authors’ goal in this study was to analyse job engagement, job strain, burnout, work-home interference and job stress factors among 216 Belgian veterinary surgeons. Rural practice was compared to small animal and mixed activity. The mean job strain and job engagement level in veterinary surgeons was not higher than what we found in other working populations. However, 15.6 % of the group were found to be suffering from high burnout. Rural practitioners had a lower level of job engagement than small animal veterinary surgeons. These small animal practitioners had a lower level of job strain than the mixed practitioners. The level of burnout did not differ significantly across the three types of activity. In comparison to other Belgian and Dutch workers, veterinary surgeons perceived more negative workhome interference. Bovine and mixed practitioners were the most concerned with this problem. The two most important sources of stress reported by bovine practitioners were relations to farmers and working time management (including emergencies and availability). [less ▲]

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